The article explores the concept of career as it relates to third-sector employees. The results of a survey of third-sector employees in New South Wales, Australia, suggests a distinctive pattern of work orientation involving a preference for work that is both personally challenging and socially meaningful. Pragmatic considerations are also important for women with young children. These and other findings suggest that the majority of third-sector employees pursue a career that more closely fits Driver's spiral career model rather than the conventional linear career model. It therefore behooves nonprofit employers to tailor the organizational reward system to the motivational needs of their employees if they hope to maximize worker satisfaction and effectiveness.